PRAN RFL Group Human Resource Management Practices Process – A Before and After Comparative Study. Topic: Internship Report on Human Resource Management Practices of the Pran-RFL group - "A Comparative Study of the Situation Before and After the Pandemic". I am submitting my internship report, which is called "Human Resource Management Practices in the Pran-RFL Group "A comparative study process of the situation before and after the pandemic".
Human Resource Management Practices Process of Pran-RFL Group - A Comparative Study on the Pre and Post Pandemic Situation. I hereby certify that the internship report entitled "Human Resource Management Practices Process of Pran-RFL Group - A Comparative Study on the Pre and Post Pandemic Situation" is an original work based on my practical work experience and comprehensive study of existing practices in the. Hence I appreciate A.S.M Syam Sir, Recruitment Head for pran-RFL group who allowed me to complete my internship under his supervision.
I have researched "Practice of Pran-RFL Group Human Resource Management Process - A comparative study of the situation before and after the pandemic during Covid-19." The main objective of this essay is to outline the operations of the HR department and the changes that HRM practices have undergone as a result of the current world crisis.
Background of the Report
Objectives of the Report
Motivation of the Report
Scope and Limitations of the Report
Literature Review
- Trend and Growth
- Key Milestones
- Customer Mix
- Requisition & Approval
- Job posting & Advertisement
- Interview & Written Assessment
- Employment Offer
- Joining Process
- Probation
A company's most important assets, given the current volatility of the organization's industry, are the skills of its employees, not the physical and financial assets that appear on its balance sheets. It is essential to evaluate an employee's performance at the end of the year or a certain period in a fair and systematic manner. Furthermore, it also helps identify any training or development needs of the employee and provide the necessary support to help them excel in their role.
The main point of the appraisal process is that when it is done correctly, both the person being appraised, the supervisor and the company benefit. The organization provides assistance to staff members in improving their level of experience and knowledge, which ultimately increases their value to the company. This will enable employees to improve their competencies and perform their job roles more effectively, thus contributing to the overall success of the organization.
RFL has set a standard for quality among its competitors by manufacturing items of the highest caliber to provide customers with outstanding services and real value for money. Its export value was Tk3.9 core at the end of the most recent financial year, a 25 percent increase from the previous year. The Department of Public Health Engineering reports that only 105 people on average use tube wells each year in rural parts of the country.
They manufacture huge products and do a lot of business at a time, that's why they have a big recruitment and selection department. Candidates are then asked to return for a third interview with members of the recruitment department. It is a day-long process where candidates work in groups to make presentations and present in front of the recruitment manager and the personnel manager, also their current line manager.
HR then requests a scanned copy of the candidate's personal documents and credentials, which the recruiter confirms via email and phone communication. This includes a current CV, copies of all academic certificates and registration cards, a color photograph of the candidate and a certificate from a previous employer (applicable to experienced candidates only), as well as a copy of a national identity card or birth certificate.
Compensation & Benefits
- Salary
- Provident Fund
- Festival Bonus
- Meal Allowance
- Travel Allowance
- Mobile Allowance
- Insurance
- Fuel Allowance
- Financial Assistance
Once the probationary period is over, the employee becomes eligible for a number of benefits including GDPS, Insurance, Increments, Maternity/Paternity Leave, Earned Leave and Pilgrim Leave, among others, as per company policy. An employee's probationary period is often extended by three months if his or her performance does not meet market expectations and he or she is unable to meet them. On-the-job training is provided to assist the employee in meeting their responsibilities, while also supporting the individual in identifying areas for improvement.
The organization provides travel allowance based on the responsibility and work of the employees, the employees get the travel facilities as if they get a private car or motorcycle based on their determination. And if they have to go on a business trip and while I am working in the recruitment department, so I noticed that they are constantly going outside Dhaka for recruitment. Mobile assistance is provided to both permanent and contract employees in accordance with their position entitlement.
All staff in the recruitment and selection department should receive a mobile phone allowance because they have to text and communicate with candidates. The mobile allowance is therefore the most essential factor for the recruitment and selection department. When an employee is hospitalized while at work, the company pays for most of the treatment according to the terms of the health insurance policy.
Under the terms of their medical insurance policy, the firm contributed an amount proportionate to the cost of their medical care. The amount of fuel and personal car allowance varies depending on the level of seniority of the employee. Since most employees were working remotely during the pandemic, the company did not issue fuel passes for several months.
Performance Management
Performance Rating
Performance Criteria
Performance Appraisal Outcome
Training and Employee Development
- Training Needs
- Eligibility
- Induction and Orientation
- Departmental Orientation
- Overseas Training
- Exclusive Training Programs by HR Department
- Payment of the Training
- Evaluation of a Training Program
- Organizational Health & Safety
- Health and Safety Measures
- Health & Safety Guidelines
By offering regular training opportunities, RFL Group aims to improve employee skills and knowledge, leading to better performance and growth in the organization. Employees are sent abroad for training in Canada, China, Singapore and India, among others, based on the company's needs. Through the study of trainee and supervisor input, the HR manager evaluates the quality and effectiveness of training programs abroad.
Online meetings are being used for on-the-job training because most employees have been working remotely throughout this pandemic. KPIs, general company policies and RFL group benefits are among the topics covered in the training sessions. The company prioritizes training initiatives that are both effective and affordable, and pays for all program components, including season, course, food, accommodation and travel expenses.
They initially adopted a home office policy so employees could work from home and avoid having to report to the office. They disinfect and clean toilets, floors, cubicles and other surfaces at least twice every day. The HR division has prepared a series of guidelines on behalf of RFL company management to help all employees adapt to the new standard.
Employees should refrain from shaking hands and other physical pleasantries as well as socializing in the office. If an employee has a fever or a cold, they must not enter the workplace. Ensure new hires have the correct paperwork and other documentation Personal filing, scanning related documents related to HR, maintaining various employee data, preparing periodic reports, sending various types of letters (invitations, employment certificates, etc.) and maintaining regular internal internal communication is all part of the job description.
Training
During my internship, I initially limited my assistance to the most basic operational and functional tasks of the HR department of my senior colleagues. This structure ensures that the HR department is not overwhelmed with administrative tasks and can focus on practicing HRM with integrity. First, the HR department can create a special email address, such as hrm@rflgroupbd.com, to receive resumes from candidates and communicate with them.
Third, the HR department can use social media platforms like Facebook, WhatsApp, LinkedIn and bdjobs to shortlist resumes of potential candidates. Fourth, the HR department must send a job offer letter to confirm the candidates' acceptance of the offered position. Fifth, the HR department can accept paperless documentation to join formalities to minimize clerical work.
35 The functional responsibilities of the Human Resources department were largely intact, although new rules for home offices, baking responsibilities, etc. were required to be implemented. We all know that Pran RFL group is one of the most successful companies that help people with their home services. The HR department ensures that RFL groups are always a safe and friendly place to work on behalf of management.
The HR department may be able to help the company do well by hiring the best people. The HR department at RFL engages employees in various activities such as annual picnics, cultural programs and sports competitions between and within companies, among others, to promote camaraderie among the employees and improve their teamwork skills. In addition, I believe that the report provided a comprehensive overview of the Human Resources department's functional and operational activities, including the Talent Acquisition Process, Employee Training and Development Program, Performance Evaluation, Compensation and Payroll, and.
Contribution to Departmental Functions
Evaluation
New Skills Developed
Application of Academic Knowledge
Key Understanding
By introducing the best skills to the labor market, they can contribute to the expansion of the organization. They conduct training needs assessments of employees and plan various training sessions for them so that they can understand their job descriptions and shape their careers accordingly. They want to ensure that the performance review is done correctly so that successful workers receive promotions and raises, and ineffective ones have the opportunity to grow and become more honest in their work.
In addition, they want to adapt the company's standard human resources management procedures to the new standard, such as eliminating the annual picnic and conducting the entire recruitment and selection process online. As a result, the company could not offer certain non-financial incentives to employees, but they could receive direct financial benefits. The company employs more than a million people, regardless of their gender or religion.
They want their direct supervisors and co-workers to make their employees feel recognized, valued and cared for. They are always trying to improve the workplace for the people who work there. They want to keep qualified and skilled people working for them by offering them good pay and opportunities for career advancement.
These reviews help employees understand their job performance and what they can do to improve their skills and close any performance gaps. Typically, performance reviews are conducted at the end of the probationary period, after a promotion, or after a raise. The company recognizes that a well-designed employee training program can equip them with the necessary tools to help.
